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作为传统的管理模式,人事管理主要把精力放在职工的考勤、档案、合同管理等事务性的工作上,被定位为后勤服务部门。人事工作只是把人作为单位的财产或工具,只重拥有不重培训开发;在用人上,只限于单位内部的小圈子,论资排辈、重关系轻业绩现象严重。这一切,严重地阻碍了事业单位的前进和发展。进入20世纪90年代后,随着市场经济体制改革的逐步深化和企业基础管理模式的深刻变革,在管理中,人作为一种资源,而且是重要的战略资源,“科技以人为本”的思想得到了越来越多的认同。在这一管理思想的指导下,以人才测评、绩效评估和薪资激励制度为核心的人力资源管理模式得以确立。人力资源管理开始从后台走上前台,公开亮相。与传统的人事管理相比,新的人力资源管理模式无疑有了重大的飞跃。
As a traditional management mode, personnel management mainly focuses on the employee’s work attendance, files, contract management and other matters of the work, was identified as the logistics service department. Personnel work only treats people as property or tools of a unit, and only emphasizes ownership and training. When employing people, it is confined to the small circles within the unit. All this seriously hindered the progress and development of public institutions. Since the 1990s, with the gradual deepening of the reform of the market economy system and profound changes in the basic management mode of enterprises, people have been regarded as a resource and an important strategic resource in management. The idea of “people-oriented science and technology” has been obtained More and more agree. Under the guidance of this management thought, the human resources management mode centered on talent evaluation, performance evaluation and salary incentive system has been established. Human resources management began to embark on the stage from the background, public appearances. Compared with the traditional personnel management, the new model of human resources management has undoubtedly made a significant leap forward.